Articles Discussing Reductions In Force (RIF).

Life sciences employers have been impacted by various market forces in the last several years, and the recent economic turbulence is only adding to the challenges they face.

Many employers in this space have implemented, or are considering, reductions in force (RIFs) to meet these headwinds. Indeed, one industry source

What should companies do to prepare if they anticipate change and want to be ready in the event a reduction-in-force, or RIF, is on the horizon?

What should companies do to prepare if they anticipate change and want to be ready in the event a reduction-in-force, or RIF, is on

Jennifer Shaw discusses the legal implications of performance-based layoffs in a recent Bloomberg Law article. You can read the article here.

Despite some recent positive signs for the U.S. economy, many companies still face the prospect of reductions in force (RIFs), which can be challenging and involve complex processes that require careful planning and compliance with a myriad of laws and regulations.

The life sciences industry is certainly not immune to changes in the economic climate. While never an easy decision for employers, some life sciences companies have had to lay off or reduce their workforces to help refine their strategies and streamline their operating structure.

In this episode, Jen provides tools for leadership to address employees’ fears about potential layoffs and the economy.

Layoffs may create an increased risk of trade secret misappropriation. Employers can take certain steps in advance of a reduction in force to help mitigate against this risk.

In these uncertain economic times, many manufacturers and other employers are deliberating over measures to shore up their financial positions and reassessing their workforce needs. Employers may be considering organizational restructuring, including voluntary attrition programs and staff reductions (e.g., layoffs), to manage costs, eliminate redundancies, and ensure operational efficiencies, all of which are critical to any organization’s long-term health.

An increasing number of employers, especially those in the tech industry, are conducting layoffs or reductions in force. What happens to foreign workers in these situations, whose work visas are often tied to their jobs? What options are available to foreign nationals who are in the process of obtaining

For decades, to increase efficiency and to reduce costs, manufacturers adopted the just-in-time approach, carefully tying manufacturing and staffing capabilities to meet demands without creating surplus. Recent supply-chain disruptions, especially those caused by the COVID-19 pandemic, however, may have pushed manufacturers to rethink redundancy.

Employers often consider five key “work streams” at the initial planning stages of a reduction in force (RIF).

Employers in all industries have faced unprecedented business challenges during 2020, and responding to those challenges has often entailed adjustments to the size and composition of workforces through targeted or broader-based reductions in force. As we finally face the end of this seemingly interminable year, it is important to consider

Workforce reductions, whether in the form of hours reductions, furloughs, or layoffs, are often a last resort for employers experiencing financial pressures. Nevertheless, when these actions are necessary, time typically is of the essence, because when shedding payroll is the objective, the more drawn out the process, the smaller